Latest news with #authenticLeadership
Forbes
a day ago
- Health
- Forbes
How Bias Harms Black Women In Leadership
Still shot of a businesswoman delivering a speech during a conference. Bias against Black women in the workplace has unfortunately become a common phenomenon in corporate boardrooms across America, where Black women face an impossible reality. When Black women show vulnerability, the kind of authentic leadership increasingly valued in modern workplaces, they risk being perceived as unfit for advancement. On the other hand, when they project the strength society demands from Black women, they risk facing the 'angry Black woman' stereotype that can equally affect their career progression. This double bind represents one of the most obvious barriers in contemporary workplace cultures overall, where the mere act of being perceived as vulnerable can come at a professional cost, one that only worsens over entire careers. Data from McKinsey's 2024 Women in the Workplace study shows that Black women's promotion rates regressed to 2020 levels despite notable improvements in 2021 and 2022. This regression isn't coincidental but reflects the effect of bias, which can make every workplace negotiation a high-stakes performance where authenticity itself becomes a luxury Black women cannot afford. The concept of vulnerability as weakness runs counter to decades of leadership research that champions emotional intelligence and authentic leadership. Yet for Black women, displaying any form of professional vulnerability—asking for help, admitting uncertainty, or showing emotion—triggers a cascade of biased perceptions that can corrode credibility and derail career progression. This dynamic plays out in measurable ways. Dr. Kia-Rai Prewitt's research at the Cleveland Clinic reveals something many Black professionals already know too well—when a Black employee shows anger, people are more likely to see it as a personal flaw instead of a natural reaction to stress or unfair treatment. This bias means that even when Black women have every right to be upset, their emotions get turned against them. The Leadership Authority Gap Multiple studies show that Black women in leadership positions are held to different and higher standards than white women and leaders of other racial identities. This 'prove-it-again' dynamic means that any display of uncertainty or request for support is used as evidence of incompetence rather than human leadership. Black businesswoman and businessman shaking hands at a meeting. Adding to these impossible standards is the 'Glass Cliff Effect,' the tendency for organizations to look to Black women to lead at times of great change, scrutiny or tumult. It's no wonder that many feel they are held to impossible standards without the benefit of tools and resources that more privileged groups can lean on. Organizations that are committed to addressing this problem are setting guardrails in place to address bias at its source, and despite potential DEI pushback, these solutions remain possible. Research suggests that anonymous evaluations reduce bias in decision-making and improve outcomes for women and people of color. Companies are also restructuring performance reviews to focus on concrete achievements rather than subjective assessments of 'leadership presence' or 'cultural fit,' terms often used to exclude qualified Black women. Successful interventions can look like: 1. Structured negotiation processes that remove subjective evaluation from salary discussions 2. Bias interruption training that teaches evaluators to recognize and counter their unconscious preferences 3. Mentorship programs that specifically connect Black women with senior leaders who can advocate for their advancement 4. Transparent promotion criteria that reduce the role of informal networks in career progression The professional cost of being perceived as vulnerable represents a fundamental challenge to workplace equity and until organizations address the systematic bias that punishes Black women for both strength and vulnerability, they will continue to lose qualified talent and perpetuate structures that limit innovation and growth. The solution calls for something more sustainable than awareness; instead, it demands systemic change that recognizes bias as an organizational problem that needs organizational solutions. Companies that succeed in this transformation won't just be doing the right thing; they'll be positioning themselves to attract and retain the diverse leadership talent that drives competitive advantage in an increasingly complex business environment. For Black women navigating these challenges, the research offers both validation and strategy. The problem isn't their negotiation skills or leadership style but a system that must be changed, not accommodated. And increasingly, the organizations that recognize how harmful bias against Black women in the workplace can be are the ones staying ahead of the learning curve and building the workplaces of the future.
Forbes
6 days ago
- Business
- Forbes
There's A Workplace Leadership Crisis. The Solution Is Authentic Leadership.
Photo credit We're living in a very different world. Just since Covid, many of the norms of business have evolved, making the workplace almost unrecognizable. AI is taking over (or at least it seems that way). There are more different generations working side-by-side, each with their own needs, expectations, and styles. Hybrid and remote work are making life more manageable for some, while at the same time reducing the sense of connection and belonging that many of us get from work. And we haven't even touched on the geopolitical events that are impacting virtually every industry and role. All of these changes are having a major impact on leadership. Leadership Is In Crisis Managers and leaders are feeling untethered and are experiencing increased stress. Their ability to motivate and engage their people in this complex work environment is diminishing. As a result, many employees are disconnecting from their management and, as a consequence, from work. Only 21% of employees strongly agree that they trust their company's leadership, according to Gallup. And 39% feel more comfortable asking AI for advice or support over their manager. 10% of Gen Zs would actually rather have AI for a manager than their current boss. The Antidote To Stress, Distrust, Uncertainty, and Loneliness is Authentic Leadership Although leaders need to be adept at all styles of leadership to respond to different situations that arise, authentic leadership as a primary leadership style allows today's leaders to build real, meaningful relationships with stakeholders. Authentic leadership is rooted in self-awareness, trust, transparency, and compassion. Leaders who exhibit these human qualities are best equipped to motivate and engage their people who are working amid vast and pervasive change. Authentic leaders understand that it's their primary responsibility to build an environment where their people can thrive. For authentic leaders, KPI doesn't just mean Key Performance Indicator, it means Key People Indicator. They measure their success based on their people's engagement, belonging, and growth. Enhance Your Authentic Leadership Skills With a growth mindset, you can develop and master the skills, mindsets, and behaviors that define authentic leadership. Learning and development leaders have the opportunity to play a significant role in resolving the challenges brought on by the new world of work. Here's how they can drive engagement, elevate performance, and fuel growth in their organizations. Focus On Social Skills In Leadership Development While becoming adept in using AI is important, emphasizing technical skills won't counteract the truly human challenges of the modern workplace. Building learning programs that focus on the core social skills (which are also known as human skills or soft skills) of authentic leadership, like self-awareness and empathy, will equip both leaders and employees with tools to succeed. Topics like personal branding and emotional intelligence are especially valuable in helping leaders and employees strengthen these essential skills. Build Authentic Leadership Modules Into Learning Experiences Leadership development programs often roll out over months or even years. It's time to revisit all components of current leadership development initiatives and incorporate modules that focus on the important elements of authentic leadership. Adding these elements throughout programs provides the reinforcement necessary to turn learning into action and action into results for the leader and the organization. Help Employees Design Their Own Training Paths Authentic leadership requires having a growth mindset. That means being curious, open, and ready to innovate. That looks different for each employee. When L&D professionals work with learners to help them define their destination and create a learning path that will get them there, they make meaningful contributions to both personal and organizational growth. Deliver Programs To Make Tech-Heavy Activities Easier To Master When Covid hit, we all transitioned to Zoom meetings at the flip of a switch, yet few of us were trained in how to truly master online meetings and presentations. Even five years later, the medium often feels dull and fraught with challenges. The same is true for AI. Some of the fear and paralysis that has been caused by the never-ending AI conversation can be eased by helping your people learn best practices and understand how to use AI to increase their performance and reduce tedious tasks. Build Leadership Programs For Teams To Engage Together Teams that learn together thrive together. The humanity deficit at work is real, and one way to add more human connection is through learning programs that foster interaction and provide opportunities for teammates to get to know each other more deeply. Hybrid programs that balance some scheduling flexibility with intentional moments of connection and conversation will ensure that the learning experience feels meaningful, not onerous. The New World Of Work Requires A New Style Of Leadership–Authentic Leadership The workplace today is almost unrecognizable compared to what it was just a few years ago. Multiple, concurrent changes are disrupting the workforce. That reduces humanity, creating uncertainty and impacting employee engagement. Authentic leadership plays a transformative role in the work environment, sparking a new age of engagement, connection, and belonging. William Arruda is a keynote speaker, author, and personal branding pioneer. Join him as he discusses clever strategies for using AI to express and expand your leadership brand in a free Maven Lightning Lesson. If you can't attend live, register to receive the replay.
Forbes
15-06-2025
- Business
- Forbes
Why Great Leaders Learn To Sit With Uncertainty
In a business culture that prizes quick wins and decisive action, comfort is often mistaken for competence. We idolize clarity, reward speed, and celebrate leaders who appear unflappable. However, in today's volatile world, this mindset may be holding us back, uncertainty and discomfort can be our friends. Leader with Uncertainty What if discomfort—intellectual, emotional, even interpersonal—is not a threat to be managed but a resource to be mined? What if leaning into uncertainty is exactly what allows the best ideas, deepest collaboration, and most authentic leadership to emerge? Leadership today is less about having the right answer and more about asking the right question—and being willing to sit with it. While traditional management models emphasize control and confidence, the leaders shaping the future are those who can hold space for ambiguity. This concept has long been explored in Zen practice through 'koans'—seemingly paradoxical riddles like 'What is the sound of one hand clapping?' Their purpose isn't to be solved, but to disrupt linear thinking and provoke deeper insight. Frustration is part of the process—and part of the breakthrough. This is elaborated on by Manfred Kets de Vries in The Path to Authentic Leadership. Whether navigating an evolving market, managing team resistance, or wrestling with internal doubt, the impulse is often to resolve tension immediately. But discomfort, when handled with intention, can be a gateway to reflection, innovation, and stronger relationships. Walk towards uncertainty Breakthroughs don't come from what we already know. They come from venturing into unfamiliar terrain—and resisting the urge to fill the silence too soon. A growing body of research supports this idea. A meta-analysis published in the Journal of Management (Frazier et al., 2017) found that psychological safety—the feeling that it's safe to speak up, ask questions, and make mistakes—is a key driver of team learning and innovation. In short: It's not about having the answer. It's about staying with the question. Top-down directives rarely inspire real commitment. Employees don't want to be told what to do—they want to be part of something they believe in. This is where discomfort becomes strategic. Leaders who resist the temptation to dictate, and instead create space for dialogue, build buy-in through co-creation. Psychologists Edward Deci and Richard Ryan, creators of self-determination theory, emphasize that people are most engaged when they experience autonomy, competence, and connection—not compliance. Meaningful participation begins when people are invited into the tension of decision-making, not shielded from it. Some of my clients feel the need to lead by example and show the way rather than including their team in the process, which misses the opportunity to align and discover together. Vulnerability Builds Credibility There's a persistent myth that leadership means always knowing the way forward. In reality, pretending to have all the answers can undermine trust. When leaders acknowledge complexity—and admit they're still exploring—they signal strength, not weakness. Writing in Harvard Business Review, Herminia Ibarra and Anne Scoular argue that modern leadership is increasingly about coaching rather than commanding. The most effective leaders today are those who guide through inquiry, learning, and empathy—not through charisma alone. People don't need perfect leaders. They need real ones. Staying in the Tension In a world of complex challenges—climate disruption, AI-driven change, geopolitical instability—there are no easy fixes. The pressure to move fast is real. But speed without clarity leads to shallow solutions. The leaders who will thrive in the years ahead are those willing to linger in discomfort long enough to let complexity reveal its deeper truths. This doesn't mean paralysis. It means choosing curiosity over reactivity, humility over bravado. It means recognizing that discomfort isn't a failure of leadership—it's often the first sign you're leading in the right direction. The takeaway… If you're a leader facing uncertainty, don't rush to resolve it. Ask better questions. Create space for others to engage. Trust that discomfort, managed wisely, is not a weakness to overcome—but the very crucible in which real leadership is forged.
